Employability Skills Report for HR Coordinator at GE Oil and Gas

This report examines employability skills in the context of a Human Resource Coordinator role at GE Oil and Gas. It begins with a self-audit to identify strengths and weaknesses, setting performance objectives for skills like computer proficiency, communication, leadership, and training. The report then explores strategies for improving worker performance through motivational techniques, including Maslow's hierarchy of needs and McGregor's Theory X and Y. It addresses time management strategies, such as prioritizing tasks and delegating work, to mitigate risks. Furthermore, the report discusses problem-solving within the organization, particularly in relation to retaining skilled employees and the shortage of STEM graduates, suggesting solutions such as improved recruitment and training programs. The report emphasizes the importance of effective communication and team dynamics in achieving organizational goals. The report also includes a table of responsibilities and performance objectives for the next three years.

Employability Skills

TABLE OF CONTENTS
INTRODUCTION..............................................................................................................1
TASK 1.............................................................................................................................1
1.1 Setting up of own responsibilities and performance objectives..............................1
1.2 Effectiveness against defined objectives...............................................................2
1.3 Recommendations for improvement......................................................................3
1.4 Improving workers performance through Motivational techniques.........................3
Task 2.............................................................................................................................. 4
2.1 Reflective note in developing solution to the issue and different ways to
communicate with line manager...................................................................................4
2.3 Time management strategies for mitigating time management risk.......................5
3.1 Role of people in a team in achieving the goals and objectives.............................5
3.2 Team dynamics at HR department........................................................................6
3.3 Alternative ways in achieving the tasks..................................................................7
TASK 3.............................................................................................................................7
4.1 Evaluating the problems faced by organization and developing solutions.............7
4.2 Developing appropriate strategy for resolving problem..........................................8
4.3 Impact of implementing the strategy......................................................................9
CONCLUSION................................................................................................................. 9
REFERENCES...............................................................................................................10

INDEX OF TABLES
Table 1: Responsibilities and performance objectives for the next three years................2
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INTRODUCTION
Individuals possess different set of skills but there are skills which have to be
developed in order to perform effectively. These skills are transferable and are essential
for making them employable (Bennett, Ramasamy and Honsberger, 2013). In other
words, it can also be determined as understanding, knowledge and technical skills
which enable to improve the performance level and in achieving the goals and objective
of the organization. In this context, it includes skills like planning, problem solving,
presentation skills, etc. Present report is about GE Oil and Gas which is one of the key
players in energy market. This report covers self-audit in order to determine the
weaknesses and strengths which would enable to achieve the organizational goals and
objectives. Further, it covers time management strategies which would enable to
improve or mitigate time management risk.
TASK 1
1.1 Setting up of own responsibilities and performance objectives
There are different set of skills which are required in order to develop help the
organization in achieving their goals and objectives (Lindsay, McQuaid and Raeside,
2012). Being a Human Resource Coordinator at GE which is in UK, it is my
responsibility that the employees will be able to put on their efforts in contributing
effectively. In this context, following are the career development plan for coming three
years which improves performance:
Table 1: Responsibilities and performance objectives for the next three years
Goals and
Objectives
proficiency Skills to be
developed
Opportuniti
es which
are
available
Measuring
criteria
Date and
time
Computer skills Procession
through work
skills
Web
designing,
Excel,
programming
Internet,
coaching,
books
Writing test,
performance,
feedback
1 January
to 28th May
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Working in
flexibility
This would
enable to
think in any
situation
quickly
Future
planning,
enable to
solve
problems
Help from
mentors,
from
supervisors
Feedback,
measuring
performance
2nd January
to 2
October
Communication
skills
Effective
listening
skills,
problem
solving
Developing
relationship
with
employees,
customers
Friends,
family,
attending
seminars,
conferences
Online tests,
taking
feedback,
measuring
performance
3rd January
to 3rd April
Leadership and
team working
Coordination
, giving
orders,
guiding.
Taking
initiatives,
constructive
criticism
learning
By reading
leadership
stories,
observing
seniors
Feedback for
employees,
measuring
performance
5th January
to 5th
November
1.2 Effectiveness against defined objectives
In accordance with the case, as a HR coordinator at cited firm, following are the
effectiveness which are required in order to achieve the performance objectives:
Communication skills: In order to develop relationship with the internal as well
as external parties, communication is very important (Lysaght, Jakobsen and Granhaug,
2012). Through effectively communication I will be able to identify the issues which are
been faced by employees. Further, with the help of performance objective plan, I will be
able to overcome all my issues related with communication within the time period of five
months. In this way, better working environment can be provided. Mainly employees do
not feel free to share the issues of ideas and this is because of lack in communication.
Leadership skills: In a group different types of employees work together and
they all possess different set of skills. Individuals fail to identify the skills which they
possess on them (Baer, Luft and Simmons, 2012). This is a type of skill which requires
lot of focus and hard work and in order to achieve it, this will take at least 11 months.
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Through leadership I will be able to determine the capability of each employee and
accordingly work can be allocated. In addition to this, motivation play vital role in
improving the employee's performance and this will enable to put on their efforts in
achieving the goals and objectives.
Training session: Training and development is very helpful in improving the skill
and in gaining knowledge. However, it is very important for me identify the areas in
which employees lack (Bennett and Dukes, 2013). Accordingly, they should be provided
with proper training and developed. There are many cases in which the training and
development program provides no benefit to workers. By monitoring the areas in which
employees lack will be very helpful in improving the skills and knowledge.
1.3 Recommendations for improvement
In order to put full capability, it is very important for one to make step which
would enable to improve own skills and capabilities (Abby, Thompson and Plotner,
2013). In accordance with the case, as a HR coordinator it is important that I may
understand the strength and weaknesses. This is possible by conducting self audit, in
this context; following are the weaknesses and strengths which I possess:
Strength: One of the strength is that I am very dedicated to my work. I put on my
full efforts so that work can be performed effectively. I am very punctual and leave the
organization until I am finished with my work for the day. I always aim to learn new
things which enable me to know about new concepts.
Weaknesses: I am very impatient and I expect others would work effectively. I
get impatient or restless until the situation which has coursed does not get resolved. As
I focus on performing my work perfectly and this increases the time period which
normally should not happen.
In coming time will aim at the weaknesses and this will be helpful for me to
manage my time and in completing it effectively. In order to perform my work on time, I
need to prioritize my work or will need to delegate it to others. In addition to this, I will
focus on understanding the situation and make appropriate decision that will help me to
convert my weaknesses into strengths.
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1.4 Improving workers performance through Motivational techniques
There are many cases in which employees within the organization fail in
performing effectively and this is because of lack in motivation (Strickland, Coles and
Southern, 2013). There are different motivational theories which can be adopted by the
firm in order to motivate employees. With this respect, being the HR coordinator, I would
prefer to make use of Maslow's theory as it covers all the essential areas with the help
of which employees can be motivated effectively and efficiently. Following are the
factors which fall under this theory:
Psychological need: In this need, organization should focus on providing their
employees with basis requirements like food, clothing, shelter, etc. (Sławińska and
Villani, 2014).
Esteem need: Employees should be provided with proper status and
responsibilities as it enable the employees to get motivated and encouraged.
Self-actualization: These can be determined as the needs which cannot be
fulfilled (Maslows Theory, 2013). This indicates the personal growth and satisfying
desires.
Social needs: This is possible when employees have interaction with each
other. It includes relationship, affection, etc. (Meeks, Masterson and Westlake, 2015).
Safety needs: Employees should feel free to work and they should be provided
with tools which would protect their health.
Further, I can also make use of Mc Gregor theory of X and Y. According to this
theory, employees are divided into two parts. All those employees who do not like their
work are de-motivated and do not take responsibilities or initiatives. They fall under X
category. On the other hand, employees who like their work are motivated take initiative
and thus, they fall under Y category. Proper strategies and training is provided in order
to change X employees to Y. Further, strategies are developed so that skills would be
enhanced and employees would get efficient and motivated. With the help of these
theories, performance of employees can be improved.
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Task 2
2.1 Reflective note in developing solution to the issue and different ways to
communicate with line manager
There are many issues which are been faced by GE Oil and Gas. In this context,
one of the main issues is getting unskilled employees. 50% of the employees will get
retained with in 2 or 3 years. It is very important that these issues should be solved and
it is possible only when a proper team will be develop who would help in identify
candidates who will be helpful enough to achieve the organizational goals and
objectives (Gallie, Green and Inanc, 2013). In addition to this, the recruitment process
should be done within the time span of 5 months. As employees will be new to the firm
and they have to be provide with proper training so that they will be able to put on their
efforts in contributing to the organization. Further, there is also shortage of STEM
graduates (Science, technology, engineers and maths). Though recruitment, the new
employees will be able to get proper training from the experienced employees.
In addition to this, communication is very important among every employee as it
will enable to develop a healthy environment in which they will be able to work freely
and effectively (Bratsberg, Hægeland and Raaum, 2013). Employees will be able to
discuss their issues and problems which they face. Further, I will be to take appropriate
steps in solving the issues faced by workers. In order to communicate with the line
manager, I will make use of telephone, taking presentations, etc. They are senior
employees and so it is important for me to have a systematic process with the help of
which proper information could be provided (Gallie, Green and Inanc, 2013). On the
other hand, in order provide information to team I will directly go the team and convey
information. Further, email, and telephone and team meetings will be held through
which information can be provided to the team. In a team, it is important to have proper
interaction so that they will be able to help each other in achieving the organizational
goals and objectives.
2.3 Time management strategies for mitigating time management risk
For any organization, it is very important to have proper time management
strategies. This will enable to make the firm to complete their tasks which are been set
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in order to achieve the goals and objectives (Wang, Zhu and Lin, 2013). In this context,
following are the two strategies which can be adopted by the cited organization:
Setting up priorities: In an organization there are cases in which different set of
tasks are been provided to the teams. It is important that the firm make proper
distribution of tasks which has to be completed by the firm in limited period of time. In
order to manage effectively, organization needs to distinguish among the work which
has to be done urgently (Bennett, Ramasamy and Honsberger, 2013). This way firm will
be able complete their given task on time.
Delegation of work: Different people have diverse set of skills and it is important
that they will be able to identify the employees who will be able perform all type of roles
effectively. When an employee who performs a task in certain time period. On the other
hand, if same task is been done by two employees, then the time consumed will be less
(Lindsay, McQuaid and Raeside, 2012). From this, it can be stated that delegation for
work is very helpful for the organization as it enables to complete the task effectively
and efficiently and it will be completed on or before time.
3.1 Role of people in a team in achieving the goals and objectives
As a HR coordinator, it is important for me to make sure that all the departments
in the GE Oil and Gas to work in a systematic and coordinated manner. In this context
following are the role which has to be played by people within the team:
Achieving the targets: Each and every department are been provided with
different set of targets and it is important for the employees in the team to achieve them
(Lysaght, Jakobsen and Granhaug, 2012). Only when employees will achieve their
individual target only then firm will be able to make sure that objectives and goals are
been attained.
Performing their roles and responsibilities effectively: Employees will be
able to work with their full efficiency only when they will get to know roles and
responsibilities which has to be played by them (Baer, Luft and Simmons, 2012). When
the employees have doubts regarding the roles and responsibilities, then they will be
able to perform the given task effectively and efficiently.
Communication: Normally a team consist of 5 to 10 employees and it is
important they have proper interaction with each other. This will enable to identify the
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issues which each of them face (Bennett and Dukes, 2013). Through coordination
quality of work can be improved and tasks can be performed quickly.
3.2 Team dynamics at HR department
Team dynamics can be determined as unconscious force which is very helpful in
directing the team in order to achieve their goals and objectives. There are different
ways through which the organization can improve their productivity (Abby, Thompson
and Plotner, 2013). Following are the few of the ways through which productivity can be
raised:
Continuous measurement of performance: Through continuous measurement
of performance, management will be able to identify the areas in which the employee
need improvement (Strickland, Coles and Southern, 2013). In addition to this,
organization can set training and develop programs with the help of which the areas in
which employees lack can be resolved. In order to make improvement in the
productivity organization need to identify the current sales which would enable to
increase number of leads. Measuring every step will help in experimenting the
improvement which would increase the productivity of the organization.
Setting up goals and making use of results which help employee’s growth:
In order to improve the productivity, organization should provide employees with goals.
This will enable to develop path through which they will be able to achieve their targets
(Sławińska and Villani, 2014). When employees are provided with feedback of their job
performance they will be able to identify their problems and appropriate steps can be
taken in order to fulfil them.
3.3 Alternative ways in achieving the tasks
In order to achieve the tasks which are been provide by the department following
ways will be followed:
Motivation: It plays a vital role in improving the efficiency of employees. There
are many cases in which continuous work mark the workers de-motivated (Meeks,
Masterson and Westlake, 2015). Motivation would fill the employees with positive
energy and they will be able to provide better support to organization and to the
department. There are different ways through which people can be motivated. Few of
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the strategies for motivating employees are by providing incentives, rewards,
appreciation, additional responsibilities, etc.
Responsive: There are cases in which employees face difficulty and it is the
responsibility of the department head that they take proper initiative in order to resolve
them (Gallie, Green and Inanc, 2013). Employees will develop a feeling they are
important and the issues which will be conveyed by them will be considered. When the
issues are been solved by them immediately, then they will be able to work effectively.
Reliability: In a team, it important that all the employees work together and help
each other in competing the tasks which has been provided to them (Bratsberg,
Hægeland and Raaum, 2013). Team member should become each other's strength and
support them in achieving the goals and objectives.
TASK 3
4.1 Evaluating the problems faced by organization and developing solutions
In order to solve the problem of the organization, it is important that proper
analysis and tools should be adopted which would enable to solve the issue (Gallie,
Green and Inanc, 2013). There are different methods which would enable to make the
organization improve their employee’s performance. In this context, following are the
strategies which cited firm should adopt:
Force Field analysis: This tool is very helpful in make appropriate decisions. It
analyzes the force for which decision has to be made and also enable to identify the
reasons behind making decision. In this context, it is important for the employees to
gather information by following the path:
 Proper title should be developed for example 'adopting strategies in motivating
the employees' (Wang, Zhu and Lin, 2013).
 Identifying the strategies which would with the help of which employees can be
motivated effectively.
 Ranking should be done for each of the motivational strategies and it should be
done in between 1 to 5 where 1 is for the lowest and 5 is for the highest.
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Critical Path analysis: This strategy enables to survey the situations and enable
the organization to know the effectiveness of decision taken (Bennett, Ramasamy and
Honsberger, 2013). Following are the step which should be followed:
 Table should be developed in building active network in identifying the issues.
 Fruitful events should be identified.
 Activities should be designed.
 Total stock should be calculated.
 For completing the scheduled process, chart should be prepared.
4.2 Developing appropriate strategy for resolving problem
The strategy which can be used is training and development. By providing
employees with proper training it would enable to strengthen their values and it will also
enable to improve the working style (Lysaght, Jakobsen and Granhaug, 2012). There
are two main factors which can be used by the organization in developing business:
Change: For any organization, it is important to have changes in the working
pattern of in implementing any type of change. Through proper training and
development firm will be able to make implement change and make them adjust with
the strategies effectively.
Development: The main of providing training and development is to improve the
areas in which employee’s lack (Bennett and Dukes, 2013). This will be helpful in
motivating and in encouraging the employees efficiently. This way firm will be able to
achieve their desired goals and objectives.
4.3 Impact of implementing the strategy
By providing the training and development process to employees of the cited
organization would have both positive as well as negative impact over the organization
and the performance of employees (Lindsay, McQuaid and Raeside, 2012). Following
are the impact of implementing strategy over employee performance:
It enables to develop competitive spirit of the employees. They will be able
understand their roles and responsibilities more effectively. Better services can be
provided to customers. In addition to this, power and capacity of making decision
making can also be improved. Mainly employees fail to put on their efforts because of
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